{"id":9049,"date":"2023-01-09T20:48:59","date_gmt":"2023-01-09T19:48:59","guid":{"rendered":"https:\/\/www.euroekonom.sk\/?p=9049"},"modified":"2024-05-13T14:58:04","modified_gmt":"2024-05-13T12:58:04","slug":"profesiografia-a-profesiogram","status":"publish","type":"post","link":"https:\/\/www.vrtulniky.sk\/news\/profesiografia-a-profesiogram\/","title":{"rendered":"Profesiografia a profesiogram"},"content":{"rendered":"<h2>Podnikov\u00e9 potreby<\/h2>\n<p>V te\u00f3rii a praxi person\u00e1lneho mana\u017ementu sa v poslednom obdob\u00ed do popredia dost\u00e1vaj\u00fa ot\u00e1zky spojen\u00e9 nielen s presnou anal\u00fdzou pracovnej \u010dinnosti a pr\u00e1ce ako takej, ale aj s \u010do najpresnej\u0161\u00edm opisom pracovn\u00e9ho miesta z r\u00f4znych poh\u013eadov. Vypl\u00fdva to z viacer\u00fdch potrieb podnikovej a podnikate\u013eskej praxe, medzi ktor\u00fdmi rezonuje najm\u00e4 potreba vybra\u0165 \u010do najvhodnej\u0161\u00edch &#8222;spr\u00e1vnych&#8220; \u013eud\u00ed na jednotliv\u00e9, konkr\u00e9tne pracovn\u00e9 miesta, potreba zostavova\u0165 efekt\u00edvne pracovn\u00e9 t\u00edmy, potreba zvy\u0161ova\u0165 pracovn\u00fa motiv\u00e1ciu a sekund\u00e1rne aj v\u00fdkonnos\u0165 zamestnancov organiz\u00e1cie, zainteresova\u0165 ich na \u00faloh\u00e1ch a cie\u013eoch organiz\u00e1cie a najm\u00e4 riadi\u0165 a vyu\u017e\u00edva\u0165 ich celkov\u00fa aktivitu v prospech strategick\u00fdch z\u00e1ujmov organiz\u00e1cie. Tieto potreby, samozrejme, nie s\u00fa v\u0161etky uveden\u00e9, mnoh\u00e9 st\u00e1le v praxi vznikaj\u00fa a zanikaj\u00fa, a preto ich zoznam nikdy nebude \u00fapln\u00fd, vy\u017eaduj\u00fa pru\u017en\u00fd teoretick\u00fd pr\u00edstup pri analyzovan\u00ed pr\u00e1ce a pracovnej \u010dinnosti a z\u00e1rove\u0148 nasto\u013euj\u00fa aj po\u017eiadavku systematicky zahrn\u00fa\u0165 prvky zmien do riadenia person\u00e1lnych procesov v organiz\u00e1cii. T\u00fato po\u017eiadavku sp\u013a\u0148a jeden z n\u00e1strojov person\u00e1lneho mana\u017ementu: profesiografia a profesiogram.<\/p>\n<h2>Profesiografia<\/h2>\n<p>V\u00fdkon ka\u017edej profesie je podmienen\u00fd psychick\u00fdmi vlastnos\u0165ami \u010dloveka. Napr\u00edklad pri v\u00fdbere zamestnancov je d\u00f4le\u017eit\u00e9 identifikova\u0165 n\u00e1roky profesie na ur\u010dit\u00e9 psychick\u00e9 procesy ako s\u00fa pozornos\u0165, myslenie, pam\u00e4\u0165 a in\u00e9. Pomocn\u00fa roku n\u00e1m v tejto oblasti pod\u00e1va profesiografia. Pod\u013ea Szarkovej sa v literat\u00fare ozna\u010duje pojmom profesiografia s\u00fabor interdisciplin\u00e1rnych met\u00f3d, ktor\u00e9 sa aplikuj\u00fa s cie\u013eom psychologicky analyzova\u0165 pracovn\u00fa \u010dinnos\u0165 (Szarkov\u00e1 2009, s. 114).<br \/>\nProvazn\u00edk ozna\u010duje profesiografiu ako s\u00fabor rozmanit\u00fdch met\u00f3d a metodick\u00fdch pr\u00edstupov zameran\u00fdch na sk\u00famanie a rozbor ur\u010ditej profesie a na poznanie jej psychologicky v\u00fdznamn\u00fdch charakterist\u00edk (Provazn\u00edk, 1997, s. 50). Predch\u00e1dzaj\u00face odborn\u00e9 defin\u00edcie nazna\u010duj\u00fa, \u017ee profesiografia je met\u00f3da psychol\u00f3gie. M\u00f4\u017eeme to v\u0161ak doplni\u0165 o to, \u017ee je to v\u0161eobecn\u00e1 met\u00f3da rozboru a opisu pracovnej \u010dinnosti a jej n\u00e1le\u017eitost\u00ed. Pod\u013ea Pikalu sa profesiografick\u00e9 techniky pou\u017e\u00edvaj\u00fa v r\u00f4znych od\u00advetviach vied, napr\u00edklad antropol\u00f3gii, fyziol\u00f3gii a sociol\u00f3gii. Pou\u017e\u00edvaj\u00fa ju aj pracovn\u00edci technick\u00fdch a ekonomick\u00fdch odborov (Pikala, 1972, s. 49).<\/p>\n<h2>Met\u00f3dy psychologickej profesiografie<\/h2>\n<p>V \u0161ir\u0161om slova zmysle profesiografia predstavuje s\u00fabor interdisciplin\u00e1rnych met\u00f3d aplikovan\u00fdch s cie\u013eom op\u00edsa\u0165 a analyzova\u0165 presne vymedzen\u00fa pracovn\u00fa \u010dinnos\u0165, ktor\u00e1 tvor\u00ed obsah ur\u010ditej profesie V u\u017e\u0161om slova zmysle mo\u017eno profesiografiu vymedzi\u0165 ako s\u00fabor techn\u00edk a met\u00f3d, ktor\u00e9 s\u00fa zacielen\u00e9 na odkrytie v\u0161etk\u00fdch psychologicky \u00fa\u010dinn\u00fdch faktorov, ako aj t\u00fdch, ktor\u00e9 s nimi \u00fazko s\u00favisia, napr\u00edklad fyziologick\u00e9, ekonomick\u00e9, soci\u00e1lne a in\u00e9, ktor\u00e9 r\u00f4znou mierou determinuj\u00fa v\u00fdkon a v\u00fdkonnos\u0165 ako aj kvalitu pracovnej \u010dinnosti zamestnancov podniku.<br \/>\nPostupy ako aj techniky na z\u00edskavanie a sprac\u00favanie psychologicky v\u00fdznamn\u00fdch charakterist\u00edk pr\u00e1ce sa ozna\u010duj\u00fa pojmom \u2013 psychologick\u00e1 profesiografia. Existuje nieko\u013eko met\u00f3d psychologickej profesiografie. Medzi z\u00e1kladn\u00e9 met\u00f3dy profesiografie pod\u013ea Szar\u00adkovej patria tieto:<\/p>\n<ul>\n<li>Opisn\u00e9 met\u00f3dy<\/li>\n<li>Analytick\u00e9 met\u00f3dy<\/li>\n<li>Experiment\u00e1lne met\u00f3dy<\/li>\n<li>\u0160peci\u00e1lne met\u00f3dy<\/li>\n<\/ul>\n<h2>Profesiografia a profesiogram<\/h2>\n<p>V \u0161ir\u0161om slova zmysle profesiografia predstavuje s\u00fabor interdisciplin\u00e1rnych met\u00f3d aplikovan\u00fdch s cie\u013eom op\u00edsa\u0165 a analyzova\u0165 presne vymedzen\u00fa pracovn\u00fa \u010dinnos\u0165, ktor\u00e1 tvor\u00ed obsah ur\u010ditej profesie. V u\u017e\u0161om slova zmysle mo\u017eno profesiografiu vymedzi\u0165 ako s\u00fabor technik a met\u00f3d, ktor\u00fdch cie\u013eom je odkry\u0165 v\u0161etky \u00fa\u010dinn\u00e9 faktory , ktor\u00e9 s\u00favisia s v\u00fdkonom na danej pracovnej poz\u00edci\u00ed. \u2013 s\u00fa to faktory psychologick\u00e9, fyziologick\u00e9, soci\u00e1lne, ekonomick\u00e9 &#8230;. Medzi z\u00e1kladn\u00e9 met\u00f3dy profesiografie patria:<\/p>\n<ul>\n<li>opisn\u00e9 met\u00f3dy (deskript\u00edvne met\u00f3dy) \u2013 pomocou nich je mo\u017en\u00e9 analyzova\u0165 pracovn\u00fa \u010dinnos\u0165 z h\u013eadiska \u010dasu, n\u00e1rokov na pohyb, ergonometrick\u00e9(prisp\u00f4sobenie tvaru pr\u00e1ce telu ) po\u017eiadavky pr\u00e1ce, V\u00fdsledkom t\u00fdchto met\u00f3d s\u00fa \u010dasov\u00e9 a pohybov\u00e9 \u0161t\u00fadie v r\u00e1mci konkr\u00e9tnej pracovnej \u010dinnosti, ktor\u00e9 \u010dasto sl\u00fa\u017eia na porovn\u00e1vacie anal\u00fdzy pri stanovovan\u00ed ceny pracovnej sily, normovan\u00ed pr\u00e1ce a h\u013eadan\u00ed rezerv zvy\u0161ovania v\u00fdkonnosti.<\/li>\n<li>analytick\u00e9 met\u00f3dy \u2013 hospit\u00e1cie, met\u00f3dy minimalizovania rizikov\u00fdch \u00fakonov, rizikov\u00fdch rozhodnut\u00ed, komunika\u010dn\u00e9 testy, dotazn\u00edky pracovnej spokojnosti, figlerov\u00e1 met\u00f3da merania psychologickosoci\u00e1lnej atmosf\u00e9ry. Cie\u013eom t\u00fdchto met\u00f3d je odkry\u0165 skryt\u00e9 vn\u00fatropodnikov\u00e9 faktory, ktor\u00e9 latentne ovplyv\u0148uj\u00fa pracovn\u00fa \u010dinnos\u0165, resp. priamo sa do nej premietaj\u00fa<\/li>\n<li>experiment\u00e1lne met\u00f3dy \u2013 s\u00fa zalo\u017een\u00e9 na aplik\u00e1ci\u00ed modelov\u00fdch situ\u00e1ci\u00ed a vyhodnocovan\u00ed rozhodovacieho procesu, porovn\u00e1van\u00edm so stanoven\u00fdmi normami<\/li>\n<li>\u0161peci\u00e1lne met\u00f3dy \u2013 pou\u017e\u00edvaj\u00fa sa najm\u00e4 pri anal\u00fdze v\u00fdsledkov pracovnej \u010dinnosti a rozbore kritick\u00fdch situ\u00e1ci\u00ed a udalosti. Sl\u00fa\u017eia na stanovenie optim\u00e1lnych pracovn\u00fdch postupov pre jednotliv\u00e9 pracovn\u00e9 \u00falohy<\/li>\n<\/ul>\n<p>V\u00fdsledkom profesiografie je zostavenie profesiogramu.<\/p>\n<h3>Opisn\u00e9 met\u00f3dy &#8211; deskript\u00edvne<\/h3>\n<p>Opisn\u00e9 (deskript\u00edvne) met\u00f3dy pom\u00e1haj\u00fa analyzova\u0165 pracovn\u00fa \u010dinnos\u0165 z h\u013eadiska \u010dasu, n\u00e1rokov na pohyb, premiest\u0148ovanie sa na pracovisku, ergonometrick\u00e9 po\u017eiadavky pr\u00e1ce a jej jednotliv\u00fdch pracovn\u00fdch \u00fakonov. Ich v\u00fdsledkom s\u00fa \u010dasov\u00e9 a pohybov\u00e9 \u0161t\u00fadie v r\u00e1mci ur\u010ditej konkr\u00e9tnej pracovnej \u010dinnosti v konkr\u00e9tnom podniku, ktor\u00e9 \u010dasto okrem potrieb na vypracovanie profesiogramu sl\u00fa\u017eia na porovn\u00e1vacie anal\u00fdzy pri stanovovan\u00ed ceny pracovnej sily, normovan\u00ed pr\u00e1ce a h\u013eadan\u00ed rezerv zvy\u0161ovania v\u00fdkonnosti.<\/p>\n<h3>Analytick\u00e9 met\u00f3dy<\/h3>\n<p>Medzi analytick\u00e9 met\u00f3dy patria napr\u00edklad met\u00f3da ASC, met\u00f3da hospit\u00e1cie, met\u00f3da minimalizovania rizikov\u00fdch \u00fakonov a rizikov\u00fdch rozhodnut\u00ed, komunika\u010dn\u00e9 testy, dotazn\u00edky pracovnej spokojnosti a Fiedlerova met\u00f3da merania psychologicko-soci\u00e1lnej atmosf\u00e9ry. Tieto met\u00f3dy sa v\u00e4\u010d\u0161inou pou\u017e\u00edvaj\u00fa v tzv. psychologickom bal\u00edku a s\u00fa zacielen\u00e9 na odkrytie tzv. skryt\u00fdch vn\u00fatropodnikov\u00fdch faktorov, ktor\u00e9 latentne ovplyv\u0148uj\u00fa pracovn\u00fa \u010dinnos\u0165, resp. priamo sa do nej premietaj\u00fa. Napr\u00edklad medzi tak\u00fdmito faktormi, ktor\u00e9 priamo \u201czvn\u00fatra\u201d modeluj\u00fa pracovn\u00fa \u010dinnos\u0165 a podie\u013eaj\u00fa sa na v\u00fdkonnosti zamestnancov, dodr\u017eiavan\u00ed technologickej a pracovnej discipl\u00edny, motiv\u00e1cii a pracovn\u00fdch postojoch zamestnancov, s\u00fa \u010dasto uplat\u0148ovan\u00fd \u0161t\u00fdl riadenia, vn\u00fatropodnikov\u00e1 komunik\u00e1cia, \u201cnepripravenos\u0165 \u201c &#8211; zaost\u00e1vanie mana\u017ementu za potrebami doby, pseudopodnikov\u00e1 kult\u00fara a in\u00e9.<br \/>\nJe pote\u0161ite\u013en\u00e9, \u017ee v poslednom roku u\u017e aj slovensk\u00e9 podniky prejavili z\u00e1ujem o tieto met\u00f3dy a pou\u017eili ich pri anal\u00fdze pracovnej \u010dinnosti aj v r\u00e1mci profesiografie. Zahrani\u010dn\u00e9 podniky p\u00f4sobiace v SR sa v\u00e4\u010d\u0161inou opieraj\u00fa o zahrani\u010dn\u00e9 poradensk\u00e9 agent\u00fary, ktor\u00e9 v r\u00e1mci profesiografie najviac rie\u0161ia problematiku region\u00e1lnych \u0161pecif\u00edk a interkultur\u00e1lnych vz\u0165ahov a aspektov pracovnej sily, napr\u00edklad predsudkov, \u010do sa pova\u017euje aj v te\u00f3rii mana\u017ementu v s\u00fa\u010dasnosti pri budovan\u00ed jednotn\u00e9ho eur\u00f3pskeho trhu pracovn\u00fdch s\u00edl za jeden z najd\u00f4le\u017eitej\u0161\u00edch faktorov.<\/p>\n<h3>Experiment\u00e1lne met\u00f3dy<\/h3>\n<p>Experiment\u00e1lne met\u00f3dy s\u00fa zalo\u017een\u00e9 na aplik\u00e1cii modelov\u00fdch situ\u00e1ci\u00ed a vyhodnocovan\u00ed spr\u00e1vania a konania hodnoten\u00e9ho a porovn\u00e1vania so stanoven\u00fdmi formami spr\u00e1vania a konania v danej pracovnej \u010dinnosti. Ich cie\u013eom je odhali\u0165 hlavne psychologick\u00e9 dimenzie konkr\u00e9tnej pracovnej \u010dinnosti,<\/p>\n<h3>\u0160peci\u00e1lne met\u00f3dy<\/h3>\n<p>\u0160peci\u00e1lne met\u00f3dy sa v profesiografii pou\u017e\u00edvaj\u00fa hlavne pri anal\u00fdze v\u00fdsledkov pracovnej \u010dinnosti a rozbore kritick\u00fdch situ\u00e1ci\u00ed a udalost\u00ed. Sl\u00fa\u017eia na stanovenie optim\u00e1lnych pracovn\u00fdch postupov pre jednotliv\u00e9 pracovn\u00e9 \u00falohy a \u010dinnosti.<\/p>\n<h2>Profesiogram<\/h2>\n<p>V\u00fdsledkom profesiografie je zostavenie profesiogramu. Jeho komplexnos\u0165 je podmienen\u00e1 v\u00fdberom a aplik\u00e1ciou jednotliv\u00fdch met\u00f3d. \u010c\u00edm viac met\u00f3d z rozli\u010dn\u00fdch vedn\u00fdch discipl\u00edn pou\u017eijeme v profesiografii, t\u00fdm komplexnej\u0161\u00ed profesiogram m\u00f4\u017ee vznikn\u00fa\u0165. V\u00fdsledkom psychologickej profesiografie je psychologick\u00fd profesio\u00adgram. Profesiogram je v\u0161estrann\u00fdm opisom pracovnej \u010dinnosti, alebo pro\u00adfesie, ktor\u00e1 podlieha anal\u00fdze. Odzrkad\u013euj\u00fa sa v \u0148om n\u00e1roky na psychiku zamestnanca, ktor\u00fd m\u00e1 konkr\u00e9tnu pracovn\u00fa \u010dinnos\u0165 vykon\u00e1va\u0165.<br \/>\n<strong>Psychologick\u00fd profesiogram<\/strong> pod\u013ea Szarkovej obsahuje<\/p>\n<ul>\n<li>v\u0161eobecn\u00fa charakteristiku pracovnej \u010dinnosti &#8211; profesie<\/li>\n<li>s\u00fahrn povinnost\u00ed zamestnanca<\/li>\n<li>opis obsahu pracovnej \u010dinnosti z h\u013eadiska pou\u017e\u00edvan\u00fdch pohybov<\/li>\n<li>opis predmetu pracovnej \u010dinnosti<\/li>\n<li>opis objekt\u00edvnych podmienok pracovnej \u010dinnosti (fyzick\u00e9, psychick\u00e9, soci\u00e1lne)<\/li>\n<li>preh\u013ead po\u017eiadaviek na zamestnanca z h\u013eadiska fyzickej, psychickej a odbornej sp\u00f4sobilosti na v\u00fdkon danej profesie<\/li>\n<li>charakteristiku postavenia profesie zo spolo\u010densk\u00e9ho h\u013eadiska, ktor\u00e1 z\u00e1rove\u0148 zah\u0155\u0148a vymedzenie spolo\u010denskej zodpovednosti za\u00admestnanca.<\/li>\n<\/ul>\n<p>Profesiogramy sa pou\u017e\u00edvaj\u00fa pri v\u00fdbere, vyh\u013ead\u00e1van\u00ed a prij\u00edman\u00ed pra\u00adcovn\u00edkov, pri ich rozmiest\u0148ovan\u00ed, pri posudzovan\u00ed pracovnej sp\u00f4sobilosti, pri zis\u0165ovan\u00ed pr\u00ed\u010din pracovn\u00e9ho ne\u00faspechu, tie\u017e sa pou\u017e\u00edvaj\u00fa pri hodnoten\u00ed pracovn\u00edkov. Profesiogramy nie s\u00fa nemenn\u00e9. Vzh\u013eadom na to, \u017ee v s\u00fa\u010dasnosti sa profesie r\u00fdchlo menia mus\u00ed sa t\u00e1to zmena aplikova\u0165 aj do profesiogramov za t\u00fdm \u00fa\u010delom, aby boli st\u00e1le pou\u017eite\u013en\u00e9 a hlavne aktu\u00e1lne. (Szarkov\u00e1, 2009, s. 116-117).<\/p>\n<h2><\/h2>\n<h2><\/h2>\n<h2>Profesiogram \u2013 obsah a \u0161trukt\u00fara<\/h2>\n<p>Profesiogram je syntetick\u00fdm, v\u00fdsti\u017en\u00fdm, komplexn\u00fdm a preh\u013eadn\u00fdm opisom ur\u010ditej pracovnej \u010dinnosti \u2013 profesie a z nej vypl\u00fdvaj\u00facich n\u00e1rokov na odborn\u00e9 psychologick\u00e9 a mor\u00e1lnov\u00f4lov\u00e9 dispoz\u00edcie \u010dloveka, ktor\u00fd ju chce vykon\u00e1va\u0165, resp. u\u017e ju vykon\u00e1va.<\/p>\n<h3>Obsah profesiogramu<\/h3>\n<ul>\n<li>v\u0161eobecn\u00e1 charakteristika pracovnej \u010dinnosti \u2013 profesie, s\u00fa v nej zahrnut\u00e9 najpodstatnej\u0161ie inform\u00e1cie o v\u0161etk\u00fdch \u00faloh\u00e1ch a pracovn\u00fdch prostriedkov, ktor\u00e9 zamestnanec pri v\u00fdkone danej profesie pou\u017e\u00edva<\/li>\n<li>s\u00fahrn po\u017eiadavky zamestnanca, ktor\u00e9 vypl\u00fdvaj\u00fa s vn\u00fatropodnikov\u00fdch organiza\u010dn\u00fdch a technologick\u00fdch noriem a predpisov dan\u00e9ho podniku.<\/li>\n<li>opis obsahu pracovnej \u010dinnosti z h\u013eadiska pou\u017e\u00edvan\u00fdch pohybov, \u00fakonov a po\u017eadovan\u00fdch oper\u00e1ci\u00ed.<\/li>\n<li>opis predmetu pracovnej \u010dinnosti<\/li>\n<li>opis objekt\u00edvnych podmienok pracovnej \u010dinnosti \u2013 fyzick\u00fdch, organiza\u010dn\u00fdch a soci\u00e1lnych<\/li>\n<li>preh\u013ead po\u017eiadaviek na zamestnanca z h\u013eadiska je ho fyzickej, psychickej a odbornej sp\u00f4sobilosti na v\u00fdkon danej profesie<\/li>\n<li>charakteristika postavenia profesie zo spolo\u010densk\u00e9ho h\u013eadiska \u2013 spolo\u010densk\u00fd status \u2013 ktor\u00fd obsahuje vymedzenie spolo\u010denskej zodpovednosti zamestnanca a jeho profesion\u00e1lnu spolo\u010densk\u00fa prest\u00ed\u017e, inform\u00e1cie obsiahnut\u00e9 v profesiograme m\u00f4\u017eu sl\u00fa\u017ei\u0165 mana\u017e\u00e9rovi ako:<\/li>\n<li>podklady na pl\u00e1novanie profes\u00edjnej a kvalifika\u010dnej \u0161trukt\u00fary zamestnancov podniku,<\/li>\n<li>krit\u00e9ria na vn\u00fatropodnikov\u00fd v\u00fdber, rozmiest\u0148ovanie, adapt\u00e1ciu a hodnotenie zamestnancov<\/li>\n<li>podklady na porovnanie profesi z h\u013eadiska rizikovosti, zo zrete\u013eom na fyzick\u00fa, senzorick\u00fa a psychick\u00fa z\u00e1\u0165a\u017e a stres<\/li>\n<li>podklady pre normovanie pracovn\u00e9ho v\u00fdkonu<\/li>\n<\/ul>\n<h3>Pou\u017eitie profesiogramov<\/h3>\n<p>Mo\u017eno ich zostavi\u0165 a pou\u017ei\u0165 ako \u0161pecifick\u00e9 n\u00e1stroje pri vyh\u013ead\u00e1van\u00ed, n\u00e1bore, v\u00fdbere a prij\u00edman\u00ed zamestnancov, pri rozmiest\u0148ovan\u00ed zamestnancov v podniku, pri posudzovan\u00ed ich pracovnej sp\u00f4sobilosti, normovan\u00ed pr\u00e1ce, pri zis\u0165ovan\u00ed pr\u00ed\u010din pracovn\u00fdch ne\u00faspechov, pri zis\u0165ovan\u00ed pr\u00ed\u010din fluktu\u00e1cie, pri hodnoten\u00ed pracovn\u00edkov, pri h\u013eadan\u00ed vn\u00fatropodnikov\u00fdch rezerv a zvy\u0161ovan\u00ed produktivity pr\u00e1ce. \u010ealej ich mo\u017eno pou\u017ei\u0165 pri stanovovan\u00ed pracovn\u00e9ho tempa, optimalizovan\u00ed de\u013eby pr\u00e1ce, pri rie\u0161en\u00ed probl\u00e9mov monot\u00f3nie, pracovn\u00e9ho pre\u0165a\u017eenia a stresu.<\/p>\n<h2>Typy profesiogramov<\/h2>\n<p>\u00da\u010delov\u00e9 profesiogramy \u2013\u00a0medzi naj\u010dastej\u0161ie pou\u017e\u00edvan\u00e9 profesiogramy m\u00f4\u017eeme zaradi\u0165:<\/p>\n<ul>\n<li>profesiogramy na optimaliz\u00e1ciu pr\u00e1ce \u2013 tieto upozor\u0148uj\u00fa na nepriazniv\u00e9 a rizikov\u00e9 podmienky pr\u00e1ce, neracion\u00e1lne pracovn\u00e9 postupy, nedostatky v organiz\u00e1ci\u00ed pr\u00e1ce.<\/li>\n<li>profesiogramy ur\u010den\u00e9 na poradensk\u00e9 rozmiest\u0148ovanie a psychologick\u00fd v\u00fdber zamestanancov \u2013 obsahuj\u00fa analytick\u00fd preh\u013ead po\u017eiadaviek pracovnej \u010dinnosti, a z nich vypl\u00fdvaj\u00face n\u00e1roky na psychick\u00fa pripravenos\u0165 zamestnanca.<\/li>\n<li>profesiogramy ur\u010den\u00e9 na \u00fa\u010dely naprogramovania a organiz\u00e1cie odborn\u00e9ho v\u00fdcviku a tr\u00e9nongu profesion\u00e1lnych zru\u010dnost\u00ed, s\u00fa v nich spracovan\u00e9 v\u00fdchodisk\u00e1 a predpoklady efekt\u00edvnosti vzdel\u00e1vania, rekvalifik\u00e1cie.<\/li>\n<li>profesiogramy na zv\u00fd\u0161enie bezpe\u010dnosti pr\u00e1ce \u2013 tieto postihuje nedostatky a rezervy v oblasti bezpe\u010dnosti a hygieny pr\u00e1ce<\/li>\n<li>profesiogramy na optimaliz\u00e1ciu riadenia a ktor\u00e9 poskytuj\u00fa preh\u013ead o subjekt\u00edvnych a objekt\u00edvnych faktorov, pozit\u00edvne alebo negat\u00edvne ovplyv\u0148uj\u00facich motiv\u00e1ciu zamestnancov v pr\u00e1ci, medzi\u013eudsk\u00e9 vz\u0165ahy a najm\u00e4 konflikty v pracovnom t\u00edme,<\/li>\n<li>profesiogramy ur\u010den\u00e9 na normovanie a hodnotenie pr\u00e1ce \u2013 postihuj\u00fa celkov\u00fa obtia\u017enos\u0165 a psychick\u00fa n\u00e1ro\u010dnos\u0165 pracovnej \u010dinnosti vr\u00e1tane jednotliv\u00fdch pracovn\u00fdch \u00fakonov<\/li>\n<li>profesiogramy na posudzovanie fyzickej a psychickej sp\u00f4sobilosti, ktor\u00e9 umo\u017e\u0148uj\u00fa porovna\u0165 a vyjadri\u0165 mieru zhody medzi stanoven\u00fdmi fyzick\u00fdmi a psychologick\u00fdmi po\u017eiadavkami, na v\u00fdkon danej pracovnej \u010dinnosti a fyzickou a psychickou pracovnou sp\u00f4sobilos\u0165ou zamestnanca, ktor\u00fa zis\u0165ujeme a posudzujeme fyzicko-psychologick\u00fdmi met\u00f3dami.,<\/li>\n<li>profesiogramy ur\u010den\u00e9 na odha\u013eovanie odch\u00fdliek v psychickej sp\u00f4sobilosti zamestnanca \u2013 ich z\u00e1merom je zisti\u0165 v r\u00e1mci diagnostikovania ur\u010dit\u00e9 psychick\u00e9 a psychologick\u00e9 odch\u00fdlky, ktor\u00e9 v prvej etape posudzovania uch\u00e1dza\u010dov vystupuj\u00fa ako okrajov\u00e9 av\u0161ak nesk\u00f4r negat\u00edvne ovplyv\u0148uj\u00fa v\u00fdkon a v\u00fdkonnos\u0165 a to aj spolupracovn\u00edkov.<\/li>\n<\/ul>\n<h2>F\u00e1zy psychologickej profesiografie<\/h2>\n<p>Pikala roz\u010dle\u0148uje psychologick\u00fa profesiografia do dvoch f\u00e1z. Prv\u00fa f\u00e1zu naz\u00fdva analytick\u00e1 a deskript\u00edvna, lebo sa v nej zozbieraj\u00fa a roztriedia v\u0161etky pr\u00edstupn\u00e9 poznatky o profesi\u00e1ch. N\u00e1sledne sa z t\u00fdchto inform\u00e1ci\u00ed zostavuje komplexn\u00fd profesiogram, ktor\u00fd tvor\u00ed z\u00e1klad profesiografick\u00e9ho arch\u00edvu a m\u00f4\u017ee sa univerz\u00e1lne vyu\u017e\u00edva\u0165 v psychol\u00f3gii pr\u00e1ce ako aj v ostatn\u00fdch odvetviach organiz\u00e1cie. Druh\u00e1 f\u00e1za je syntetick\u00e1 a dedukt\u00edvna. Z komplexn\u00fdch profesiogramov sa vyp\u00ed\u0161u tie charakteristiky, ktor\u00e9 s\u00fa po\u00adtrebn\u00e9 na konkr\u00e9tne \u00fa\u010dely a z nich sa zostavia \u0161peci\u00e1lne profesiogramy pre potrebu psychologickej praxe napr\u00edklad pri psychologick\u00fdch <a title=\"Proces v\u00fdberu zamestnancov a \u013eudsk\u00e9 zdroje\" href=\"https:\/\/www.euroekonom.sk\/proces-vyberu-zamestnancov-a-ludske-zdroje\/\">v\u00fdberoch za\u00admestnancov<\/a>. Do \u0161peci\u00e1lnych profesiogramov sa musia st\u00e1le premieta\u0165 nov\u00e9 z\u00edskan\u00e9 sk\u00fasenosti pri ich praktickej aplik\u00e1cii. Preto profesiografiu nemo\u017eno poklada\u0165 za definit\u00edvne skon\u010den\u00fa (Pikala, 1972, s. 57).<\/p>\n<h2>Trendy v profesiografii<\/h2>\n<p>Obaja autori Szarkov\u00e1 aj Pikala pova\u017euj\u00fa profesiogram za flexibiln\u00fd psychologick\u00fd n\u00e1stroj, ktor\u00fd nach\u00e1dza vyu\u017eitie v organiz\u00e1ci\u00e1ch nielen pri v\u00fdberov\u00fdch procesoch, ale aj pri rozmiest\u0148ovan\u00ed a hodnoten\u00ed pracovn\u00edkov. Zhoduj\u00fa sa v tom, \u017ee profesiogram sa mus\u00ed neust\u00e1le aktualizova\u0165 v z\u00e1vislosti na zmen\u00e1ch v jednotliv\u00fdch profesi\u00e1ch. Organiz\u00e1cia, ktor\u00e1 vlastn\u00ed vypracovan\u00fd profesiogram m\u00e1 vytvoren\u00e9 podmienky, na akt\u00edvne vyu\u017eitie tohto psychologick\u00e9ho n\u00e1stroja ako podporn\u00e9ho prostriedku pri procese z\u00edskavania a v\u00fdberu zamestnancov. V nasleduj\u00facej \u010dasti sa bu\u00addeme podrobnej\u0161ie venova\u0165 pr\u00e1ve procesu z\u00edskavania zamestnancov a to t\u00fdm, \u017ee si zadefinujeme po\u017eiadavky na zamestnanca, ktor\u00e9 u\u017e boli okrajovo spomenut\u00e9 v tabu\u013eke \u010d. 1 (kap. 1.3), zhodnot\u00edme v\u00fdber zdroja zamestnan\u00adcov a pribl\u00ed\u017eime si met\u00f3dy z\u00edskavania zamestnancov.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Podnikov\u00e9 potreby V te\u00f3rii a praxi person\u00e1lneho mana\u017ementu sa v poslednom obdob\u00ed do popredia dost\u00e1vaj\u00fa ot\u00e1zky spojen\u00e9 nielen s presnou anal\u00fdzou pracovnej \u010dinnosti a pr\u00e1ce &hellip; <\/p>\n","protected":false},"author":17,"featured_media":24773,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[77,549],"tags":[],"class_list":["post-9049","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ludia","category-pracujem"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Profesiografia a profesiogram<\/title>\n<meta name=\"description\" content=\"Met\u00f3dy a f\u00e1zy psychologickej profesiografie (Szarkov\u00e1, Pikala). 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